Free Employee Tracker

"Commissions" are compensation paid to an employee (e.g., a salesperson) or an independent contractor (perhaps also a salesperson). The commission is usually an amount based on the employee's results. For example, a salesperson's commission is often a percentage of the salesperson's sales volume. A commission plan should be in writing and should clearly clearly describe any limitations on the amount of commissions that can be earned, as well as the circumstances under which commissions will be paid.

Wage payments and commission payments to employees must comply with the requirements of the Fair Labor Standards Act, a federal law regarding wages, working hours, and other employer/employee matters. For example, some types of employees must be paid at least twice per month.

In addition, many states also have their own state laws regulating minimum wage and overtime pay. In some cases, state law is more restrictive than federal law. The Employment Agreements and the employment letters in this program do not address the requirements of minimum wage or overtime law. For additional information, contact an attorney or the local office of the "wage and hour" division of the U.S. Department of Labor (or similar state agency).

If an employer expects an employee to comply with the employer's rules and regulations, it is obvious that the employer must communicate those rules and regulations to the employee. While this can be done orally, it is far preferable for the employer to provide clear written rules in the form of an employee handbook. An employee handbook explains the employer's rules and policies and how they may be changed from time to time. It is advisable to have the employee handbook reviewed by an attorney who is familiar with the employer's state and federal employment laws.

The Employee Tracker is a place where you can keep track of basic employee information, such as salary, start date, benefits, and other information. You can also use it to track continuing information, such as attendance, disciplinary actions, positive notices, and promotions.

Lawsuits by employees against employers with respect to employment matters are increasing. In addition to providing a good way to stay organized, the Employee Tracker can provide an important record of employee behavior should you need it in the future.

Note: You should create and save an Employee Tracker for each employee you have. The tracker is not designed to store multiple employees in one.

Many employers reimburse their employees for various "out-of-pocket" expenses. For example, if the employee is required to use his or her car to carry out his or her responsibilities on behalf of the employer, the employer may reimburse the employee by making a fixed "per mile" payment. Other reimbursed expenses might include long distance phone calls, travel expenses, and education or seminar expenses.

Generally, it is preferable for an employer to retain maximum flexibility by making reimbursement "in accordance with Employer policies in effect from time to time". This allows the employer to change the reimbursement policy. However, this program also allows the option of specifying directly in the document which expenses will be reimbursed.

It's important to keep as good a record as possible when ending employment. For example, if an employee has resigned, note whether or not a letter of resignation is on file, the date it was received, etc. If an employee has been terminated, note the check number of the final payment, any exit interview notes, or other items that will help you maintain a good record of your actions in the matter.

It is advisable to require an employee to return all employer property immediately upon termination of the employment. Any delay can lead to difficulties in recovering cars, tools, keys and important records. Continued use of these items by the now "former" employee can cause significant damages for the employer. In some cases, employees should sign a confidentiality agreement which has specific provisions regarding the return of records and other information that belongs to the employer.

Generally, an "employee" is a person who is hired by another person or business (an "employer") for a wage or fixed payment in exchange for personal services and who does not provide the services as part of an independent business. This definition can be contrasted with an "independent contractor" who is a person or entity who, as part of an independent business, becomes obligated to provide goods and/or services for a price. For example, an expert in computer systems might provide services to several businesses as a "consultant".